Employee engagement trends for 2016
In an era of Glassdoor-driven transparency, every corporate decision can now be put on public display for all employees and potential employees to view and consider. This kind of exposure is pushing organizational culture and employee engagement into the spotlight and making engagement a major competitive advantage, according to a recent Bersin report by Deloitte, "Culture and engagement: the naked organization."
To grasp how this emphasis on employee engagement will affect organizations in 2016, survey and peer-to-peer recognition platform TINYpulse reviewed data from the more than 400,000 employees worldwide that use their solution. We spoke with TinyPulse leadership teamto find out what this data means, highlighting 16 trends to watch for in the employee engagement space for 2016.
1. Engagement remains a top concern
TINYpulse predicts that employee engagement will remain a number-1 concern. Not only do 87 percent of organizations polled in the Bersin by Deloitte survey believe culture and engagement to be some of their top challenges, 50 percent believe the problem is "very important."
"This isn't a one-time-solution kind of problem, so expect this trend to carry on throughout 2016. It will continue to top companies' lists of priorities since employee engagement is the core of so many vital components of workplace success," says Dora Wang, TINYpulse's content marketing specialist and author of TINYpulse's 2015 Employee Engagement report.
2. The major theme will be personal accountability
The findings from TINYpulse's 2015 Employee Engagement report show that employees are owning personal accountability in their workplace experience and taking it upon themselves to advance in their career. "Fulfilling their potential looms large in their minds. Companies will find more success in engagement strategies that involve employee initiative and make them an active part of the process," says Wang. Whether that's in adding additional responsibilities, continuing education, leadership training and/or succession planning.
3. Professional development opportunities will affect turnover rates
With personal accountability looming large in employees' minds, professional development will be a major concern. "Organizations must understand and work to address this need: Bersin by Deloitte's report found that learning and development issues jumped up the list of talent challenges. Opportunities for growth will be vital -- and the lack of them will pop up frequently in exit interviews," Wang writes in the report.
4. Onboarding will need to evolve
Onboarding will need to become a more active, future-oriented process that allows employees to hit the ground running with a plan for their growth within the company. Without it, employees will flounder, says David Niu, TINYpulse CEO. "Onboarding should move beyond the old standby of a stack of paperwork and passively watching presentations -- it has to lay out a plan and engage new hires. The importance of professional development only cements this need," Niu says.
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